Talent Acquisition Manager

All  
-DGE Builders Receive The Following Benefits

• Flexible and remote working
• Remote working allowance
• 33 days holiday including public holidays
• Your birthday as a day off
• Family healthcare
• Life insurance
• Employee assistance programme
• A culture that champions rapid career progression
• Investment in your learning and development
• Regular team events & socials

We are looking for a Talent Acquisition Manager to join our team. As our first dedicated TA hire, this person will combine hands‑on delivery with strategic partnership, building on a strong TA foundation we’ve built over the last year. Approximately 70% of the role will be focused on directly sourcing and hiring talent across a wide range of technical and non‑technical roles at all levels of seniority.

The remaining time will be spent partnering with line managers to shape hiring plans, scope roles effectively, and manage relationships with external recruiters and other hiring partners.

You will be a trusted advisor to the business, bringing strong market insight, a deep understanding of hiring in tech environments, and the ability to adapt your approach across early‑career, specialist, and senior leadership hires.

• Proactively source, engage, and attract high‑quality candidates across technology, product, commercial, and corporate functions.
• Own end‑to‑end recruitment processes, from role definition through to offer management and hiring decision support.
• Use a range of sourcing techniques, including direct sourcing, market mapping, and network‑driven approaches, tailored to role seniority and scarcity.
• Manage advertising strategy and response, ensuring ads are strategically placed to access the most relevant audience and drive high‑quality volume.
• Deliver an excellent candidate experience that reflects  ‑DGE’s values and employer brand.

• Partner closely with line managers and senior leaders to build robust hiring plans aligned to business growth and workforce strategy.
• Support managers in scoping roles, defining success profiles, and understanding the nuances of hiring across different levels and disciplines.
• Provide guidance on market conditions, role feasibility, compensation benchmarking, and realistic timelines.
• Coach and influence stakeholders to make effective, inclusive, and data‑informed hiring decisions.
• Partner with the wider P&C team and line managers to ensure new joiners receive a high‑quality onboarding experience that sets them up for success through their probation and beyond.

• Manage and coordinate relationships with external recruiters, ensuring clear briefs, high‑quality delivery, and strong return on investment.
• Act as a point of oversight and quality control for recruitment activity delivered by partners, such as freelance candidate sourcing partners.
• Continuously assess when to recruit directly versus using external support and steer the business to make decisions that drive high‑quality decision‑making whilst protecting our operating pace and budget.

• Contribute to the evolution of  ‑DGE’s talent acquisition processes, tools, and ways of working.
• Use recruitment data and insights to inform decisions, improve effectiveness, and report on hiring performance.
• Champion best practices in diversity, equity, and inclusion throughout the hiring lifecycle.

• Proven experience in talent acquisition within a tech or fintech environment.
• Demonstrable hands‑on sourcing expertise, including hiring for hard‑to‑fill technical and specialist roles.
• Experience hiring across a broad range of seniority levels, from early career through to senior leadership, with a clear understanding of how approach and assessment differ by role type.
• Strong stakeholder management skills, with the credibility to partner with and influence senior leaders.
• Experience managing external recruiters and recruitment partners.
• Commercially minded, pragmatic, and comfortable operating in a fast‑paced, scaling business.
• Excellent communication skills and a collaborative, solutions‑focused mindset.

• Opportunity to shape and deliver hiring strategy in a growing fintech business.
• High‑impact role with ownership, autonomy and influence.
• Collaborative, values‑driven culture with ambitious growth plans.
• Competitive salary and benefits, with flexible and hybrid working.

• Flexible, remote‑first working
• 33 days holiday, including public holidays
• Birthday off
• Family healthcare
• Life insurance
• Employee assistance programme
• Investment in learning and development
• Regular team events and off‑sites
• A collaborative culture where documentation is treated as a first‑class product

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